The Art of Feedback: Lessons from Olympic Diving

When the Olympic diving events aired, I was glued to the TV.  As someone with a fear of heights, I’m captivated by the sport. There’s something mesmerizing about watching these athletes tuck, turn, and flip so high in the air, only to glide effortlessly into the water with barely a splash. But as awe-inspiring as the medal-winning performances are, what fascinates me even more are the athletes who don’t quite meet their own expectations.

In those moments, the camera often shifts to capture the reaction of the coach. The athlete emerges from the water, and before the next breath is even drawn, feedback is delivered—raw, direct, and unfiltered. There’s no sugar-coating, no “it’s okay,” and no “you did your best.” Instead, the coach offers honest, actionable insights. I recall watching one diver who had a tough second dive. His coach immediately pointed out the mistakes—no coddling, just straight talk. The diver listened intently, nodded, and marched forward with renewed determination.

What’s truly remarkable isn’t just the physical prowess displayed on the diving board, but the mental toughness, relentless determination, and—most importantly—the ability to accept feedback and use it to fuel their journey toward greatness. This is the secret sauce: they take the feedback and turn it into action.

An article I recently read from the Harvard Business Review, titled “How to Manage Feedback Like an Olympic Athlete,” delves into why so many of us struggle with feedback. The reason, it suggests, is that our self-worth is often intertwined with our performance outcomes. When feedback challenges those outcomes, it can feel like a direct attack on our identity, rather than a valuable tool for improvement. The article offers practical advice on managing feedback, starting with the importance of choosing a small group of advisors—people who genuinely have your best interests at heart, who will be honest with you, and who will keep you accountable.

This concept made me think of a saying: “Leaders are chosen.” In the workplace, employees instinctively choose whom they will trust, and those are the leaders they value feedback from. Leadership is therefore not just a role but a crucial element of an organization’s health and success. Without trust in their leader, employees are less likely to accept feedback, and over time, this can lead to stagnation and missed opportunities for growth.

Providing effective feedback as a leader is a skill—one that requires practice, self-awareness, and a genuine commitment to the growth of others. At Link HR Inc., we understand the pivotal role that leadership plays in shaping an organization’s future. That’s why we offer practical workshops and coaching specifically designed to help leaders develop this critical skill. By learning how to deliver feedback that is both honest and constructive, leaders can inspire their teams to reach new heights of performance and potential.

If you’re interested in enhancing your leadership capabilities, we invite you to contact us for a complimentary consultation. Let’s work together to build a culture of trust, growth, and continuous improvement.